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Promoting talent

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In 2018, 93% of employees were involved in training activities

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In 2018, 107,771 hours of training were delivered to the employees with 13,999 participations.

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Snam’s commitment to increase the average hours of training up to 32 per employee and to involve 80% of the population in at least one training period was achieved.

During 2018 the corporate Performance Management system was implemented. The system is designed to optimise the current goal assignment and assessment process. At the base of the process, two fundamental elements: a new model of skills consistent with corporate values ​​and the culture of continuous feedback, which supports the constant dialogue between managers and resources, even in informal mode. The skills model consists of identifying the five basic skills that represent the main behaviors of Snam people.

Valuing people means understanding their capabilities, developing their skills and enriching their professional and human qualities. Training is the ideal development tool to enhance the value of a company’s human resources.

In 2018, the use of the  target assignment and assessment system known as Performance Management, was implemented; it also contains targets regarding behavioural aspects, sustainability and the prevention of accidents in the workplace. All the assessment processes adopted are formalised and include a feedback interview, which constitutes an institutional opportunity for discussion and communication between managers and employees, also in order to gather information that can be used to define new actions for personnel development and enhancement. When it is fully operational the new system will involve the entire business through the progressive extension of the performance scope over a three-year period (2018-2020). In 2018 about 700 people were evaluated.

This project come also from Snam's Climate survey results: the survey was executed in 2016 to which 82% of employees took part. Areas of enquiry of the survey were: the level of engagement, circumstances that promote the involvement of people, a positive climate at work and instances of improvement for company personnel. The portrayal of Snam that emerges from the survey is that of an organisation capable of innovation and focused on change, where employees are proud, have a sense of belonging and have confidence in the top management.

Here can be found a summary of the results (available only in italian)

In order to develop skills and talents, Snam has moved from a training course-based approach to paths carved out for specific requirements.

The company therefore moved from a logic of “courses” to that of training “paths,” i.e. the identification of more highly structured training methods that, over time, support the operational management of the business, in which the local HR departments play a more central role.

A total of around 107,771 hours of training were provided in 2018, about 28,345 of which were dedicated to  HSEQ issues. The training activities related to the provisions of the Organisational Model pursuant to Italian Legislative Decree no. 231 and Anti-Corruption issues were continued: in 2018, 321 hours of training were also provided with 123 participations on matters relating to the code of ethics, model 231 and anti-corruption.

The energienglish project has involved many people, at different professional levels, with innovative methods.

To increase the English proficiency of its personnel, Snam started an innovative training project that aims to involve all employees: energienglish.
 
This initiative provides English courses for the entire organisation, tailored to suit the various language requirements and consistent with business requirements. Three types of training are provided: Self Study, Private and Premium. The development of the courses, all of which use interactive self-learning methods, was assigned to EF Corporate Language Learning Solutions, a leading company in the area of online Business English training that has been working with Snam for years.
 
The most innovative component of energienglish is the Self Study course: designed for all Snam Group employees, it is targeted at anyone who wishes to improve their language skills or start learning English. 

In 2018 4,429 training hours were provided with 204 participations.

 

 

Snam Institute and the "Fare scuola" project

The Snam Institute is dedicated to the training not only of employees and collaborators, but also of stakeholders with an approach to create shared value for the communities.It was presented in July 2018 during a day organised in Rome in conjunction with the LUISS University. Support was also announced during the event for the LUISS Business School Masters in Management and Technology, a major in Energy Industry, and the establishment of a Chair in Energy Economics and Policies, aimed at creating a research project on energy transition. The active role of businesses in supporting the educational system was also discussed through initiatives like "Fare scuola", a virtuous collaboration between businesses and the school system in the area of education dedicated to school leaders and teachers, but also for infrastructural interventions such as, for example, the redevelopment of school buildings. The pilot phase of the project was launched in 2018 in 30 institutes throughout Italy targeting 30 school leaders, 30 educational lecturers and 10 school governors (around 70 people in total). There are plans to extend this project to 100 institutes in 2020.

2018: hours of training delivered

  2016 2017 2018
Total hours of training (no.) 82,184 85,346 107,771
Participations (no.) 10,396 8,604 13,999
Average training hours per employee (no.) 28.5 29.2 35.7
Involvement (%) 97.5 75.4 93

 

2018: main training initiatives

Description Hours provided (no.) participations (No.)
Managerial training 19,257 3,822
Technical training 58,120 4,454
Health, Safety, Environment and Quality 28,345 4,953

 

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Explore our 2018 Sustainability Report

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updated
09 April 2019 - 09:33 CEST